MasterControl reviews

I absolutely loved MasterControl when I first joined. Everything about it spoke repsect, caring, and an overall sense of "family away from family". It was great! However, Now, I feel like MasterControl has lost their focus on people. They care more about making money as a successful company than they care about the people who help make the company successful. They wave their verbal pom-poms excitedly as they announce changes that MC thinks will help the company, but the employees hate the changes that are being made. Unfortunately, the leadership (especially HR) lives in such a world of dissonance and group-think that they don't see their own blind-spots. Even now, reading this, I'm sure leadership is thinking "This person doesn't know what they're talking about. We're a GREAT company!". Well, let me just say that there's a reason the Glassdoor reviews have dropped a full point over the last year, and it's not just because of the poor way they handled the layoffs (which was an embarrassment). If anyone speaks up, they are listened to, but then mocked for having a poor attitude behind the curtain. One of the leaders is recruiting his friends from Target and is paying them exorbitant amounts of money so that we can get "top talent". The interview process consists of bringing friends into the interview, shooting the breeze, then hiring the candidate (regardless of the opinions from others in the interview). They've started to care more about performance and less about people. As a result, they are paying a LOT of money for less-than-stellar principal engineers because they think these engineers are "experts in their field". Don't get me wrong. Performance is huge in an organization, but MasterControl fails to see you can get much higher performance when you change the mindsets of the people instead of forcing their behaviors to change. Unless they change the way they've been doing things, the company is on the brink of a mass exodus, they just don't know it yet.

1. Investor-Driven Decisions: The focus has shifted dramatically from delivering value to customers and fostering a strong employee culture to prioritizing valuation and investor returns. This change has eroded the collaborative, innovative spirit that once defined MasterControl and undermined its core values. 2. Short-Sighted Reductions: Over the past 12 months, the company has executed significant layoffs across departments, including Product, Services, Marketing, and Support, and other facing areas. While the stated reasons of "market conditions and the heavy support of dual product streams (current cloud and ADAPT platform)" may have some validity, the execution of these reductions has been questionable. 3. These cuts disproportionately affected: -Higher-paid, experienced employees who bring depth of knowledge and versatility -Remote workers outside main office locations, regardless of their effectiveness or contributions -Employees who challenge the status quo to drive meaningful improvements were often punished in indirect ways for not being "yes men" or trying to gain a better work-life balances of less than 50 hours a week. In general, I feel this approach prioritizes cost-cutting over preserving institutional knowledge and diverse perspectives, leaving gaps in expertise and morale. 4. Product Shortcomings: While ADAPT development is a positive step, it continues a troubling pattern: products that meet majority of customer needs but fall critically short on the remaining minority of needs. For many customers, this gap makes the solution impractical or insufficient for their needs. 5. Neglect of Legacy Offerings: For the majority of MasterControl’s offerings not on the ADAPT platform, investment and development have been scaled back significantly. The strategy appears to hinge helping peddle interest for potential buyers, rather than addressing the needs of current customers. This neglect risks alienating long-term customers and undermining trust in the brand. 6. Neglect of those who wished to grow, and bringing in "new" who took a long time to onramp and get up to speed was also something that was pretty typical in recent years leading up to, and after the Investors came.